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Seb Anthony

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Engaging the workforce…


As an L&D department we have introduced a very comprehensive framework for the provision of L&D across the Group. This consists of:

L&D strategy
PM process
Competency framework
Job Profiles
Training Tracks
courses & qualifications booklet

All this has taken about 18 months and (I will be the first to admit) has involved one hell of a lot of PUSH by us. (This is what we think you need)

What we really need now is to get a whole load of PULL on the behalf of our internal customers. (Now tell us what you really need).

The bottom line that came out of my recent review is that we need to re-engage the Group, to create a new, sexy image for L&D.

Can anyone suggest some types of approach or tried and tested methods to re-engage the workforce?

Many thanks,

PS - The sector is (FS) Insurance and the average age is, erm, above average.
Marcus Jenkins

3 Responses

  1. engaging after a big push
    Hi Marcus
    You have experienced what 99% of training teams do.

    Unfortunatly people will want to know what is in it for them first – only when you have built trust can you ‘push’ learning effectivly.

    learning is individual centered not business centred – so you now have a challenge & a half on your hands.
    Think about:
    1) going to all parts of the business and asking what they want & need
    2) have a number of focus groups to explore there needs & wants
    3) build relationships with the business units and deliver their requests – even if you do not beleive that their requests are the right ones – you now need to build trust.
    4) forget sexy and start delivering things that managers and the business THINK they need – its about ownership.
    5) talk to your marketing team and see if they can provide you with resources to help market your services internally.

    This is a large & strategic area which cannot be done with any justice here.

    You rightly have identified the need for pull – have a look at the change management models and conside the next phase of your ‘promotion’ using change management techniques.

    Happy to talk more off line

    good luck
    Mike Morrison

  2. do some consultancy
    Hi agree with Mikes comments. However, i would like to add that one way of getting the pull is to do some consultancy with a manager that you know is more engaged than others. Build an event around what is bought out of the session. Run it, evaluate it and then use your communication strategy to shout about it and the benefits that it has had. Word of mouth between managers will soon get them going down the “i want some of that route” backed up with 1st class consultancy hitting bespoke needs will after a while give you all the pull you need and you can stop pushing

    Hope this helps

  3. Thanks…
    Many thanks for the comments received in response to my original question.

    They are both very helpful and have provided some interesting approaches that we as a department can now discuss.



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